2. Why Teams?
• When several people
use their skills and
knowledge together,
the result should be a
better project.
• People working
together can sustain
the enthusiasm and
lend support needed
to complete the
project.
#2
3. How do Teams Work Best?
Teams succeed when
members have:
• commitment to common
objectives;
• defined roles and
responsibilities;
• effective decision systems,
communication and work
procedures; and,
• good personal relationships.
#3
4. Stages in Team Building
Forming
Storming
Norming
Adjourning
Performing
#4
5. Stage 1: FORMING
Team
– Define team
– Determine
individual roles
– Develop trust and
communication
– Develop norms
Task
– Define problem
and strategy
– Identify
information
needed
#5
6. Team Roles - Leader
– Encourage and maintain open
communication.
– Help the team develop and follow
team norms.
– Help the team focus on the task.
– Deal constructively with conflict.
#6
7. Team Roles - Recorder
– Keep a record of team meetings.
– Maintain a record of team
assignments
– Maintain a record of the team's work.
#7
8. Team Roles – PR Person
– Contact resource people outside of
the team.
– Correspond with the team's mentor.
– Work to maintain good
communication among team
members.
#8
9. Team Norms
– How do we support
each other?
– What do we do
when we have
problems?
– What are my
responsibilities to
the team?
#9
10. From Individuals
A Group
• Help members understand each other:
– Myers-Briggs Type Indicator (MBTI)
•
•
•
•
Extraverts ------------------ Introverts
Sensors --------------------- iNtuitive
Thinker --------------------- Feelers
Judger ---------------------- Perceiver
By selecting one from each category, we define our
personality type, ESTJ, ENTJ…INFP
#10
11. Stage 2: STORMING
During the Storming stage team members:
– realize that the task is more difficult than
they imagined;
– have fluctuations in attitude about chances
of success;
– may be resistant to the task; and,
– have poor collaboration.
#11
12. Storming Diagnosis
• Do we have common goals and objectives?
• Do we agree on roles and responsibilities?
• Do our task, communication, and decision
systems work?
• Do we have adequate interpersonal skills?
#12
13. Negotiating Conflict
• Separate problem issues from people issues.
• Be soft on people, hard on problem.
• Look for underlying needs, goals of each party
rather than specific solutions.
#13
14. Addressing the Problem
• State your views in clear non-judgmental
language.
• Clarify the core issues.
• Listen carefully to each person’s point of view.
• Check understanding by restating the core
issues.
#14
15. Stage 3: Norming
• During this stage members accept:
– their team;
– team rules and procedures;
– their roles in the team; and,
– the individuality of fellow members.
• Team members realize that they are not going
to crash-and-burn and start helping each
other.
#15
16. Behaviors
• Competitive relationships become more
cooperative.
• There is a willingness to confront issues
and solve problems.
• Teams develop the ability to express criticism
constructively.
• There is a sense of team spirit.
#16
17. Giving Constructive Feedback
• Be descriptive.
• Don't use labels.
• Don’t exaggerate.
• Don’t be judgmental.
• Speak for yourself.
#17
18. Giving Constructive Feedback
• Use “I” messages.
• Restrict your feedback to things you know for
certain.
• Help people hear and accept your
compliments when giving positive feedback.
#18
20. Stage 4: PERFORMING
Team members have:
– gained insight into personal and team
processes;
– a better understanding of each other’s
strengths and weaknesses;
– gained the ability to prevent or work
through group conflict and resolve
differences; and,
– developed a close attachment to the team.
#20
21. Stage 5: ADJOURNING
• After more than a decade of presenting the
stages of team formation, Tuckman revised his
work and introduced a fifth phase in the
formation of a team, which is called the
Adjourning or Transforming stage.
• It is the final stage wherein a team achieves its
goals and completes tasks.
• During this time, team effort is recognized along
with the contribution of each member to the
success of the team.
#21
22. Stage 5: ADJOURNING
• After which, the team is then dissolved from
its formation
• This is about completion and disengagement,
both from the tasks and the group members.
• Individuals will be proud of having achieved
much and glad to have been part of such an
enjoyable group.
• They need to recognise what they've done,
and consciously move on.
#22
24. Recipe for Successful Team
• Commitment to shared goals and
objectives
• Clearly define roles and responsibilities
– Use best skills of each
– Allows each to develop in all areas
#24
25. Recipe for Successful Team
• Effective systems and
processes
– Clear communication
– Beneficial team
behaviors; well-defined
decision procedures and
ground rules
– Balanced participation
– Awareness of the group
process
– Good personal
relationships
#25
